SoCal Employee Handbook

TIME OFF TO VOTE The Company requests that, whenever possible, employees vote before or after work hours to avoid interference with business operations. However, if an employee does not have sufficient time outside of work hours to cast his or her ballot, the employee may be eligible for up to two hours’ paid time off to vote on Election Day. The Company may specify the hours during which the employee may take leave to vote. Such time will generally be limited to the beginning or end of a working shift, whichever allows the most time for voting and the least time off from a regular working shift, unless otherwise mutually agreed. To the extent possible, employees must provide at least two working days' notice of their need for leave under this policy. Employees must be prepared to provide Flower Foods with certification, such as a voter's receipt, to prove that he or she voted. PARENTAL LEAVE FOR SCHOOL-RELATED ACTIVITIES Employees may be eligible to take leave for up to eight (8) hours per calendar month, and 40 hours in one calendar year, to find or enroll their child in school or with a licensed childcare provider and to attend their child’s school activities. Additionally, employees may take a reasonable amount of time off to appear at their child’s school following their child’s suspension. Employees may also be eligible to take leave when their child cannot remain at school due to behavioral or discipline problems, closures, or attendance issues.

To be eligible for such leave, the employee must be the parent, guardian, stepparent, foster parent, grandparent, or person who stands in place of a parent to a child.

To the extent possible, employees must provide reasonable advance notice of their need for such leave under this policy. When possible, employees should consult with their supervisor to schedule the leave so that it does not unduly disrupt Company operations.

Employees may be required to provide documentation from the school or licensed childcare provider that they participated in the school-related activity during leave.

Leave is unpaid, but employees may use accrued vacation time for this purpose.

For questions related to this policy, please contact your Human Resources representative.

A. Employee Notice The employee must provide The Company with a copy of the notice of each scheduled proceeding that is provided to the victim, unless advance notice is not feasible. When advance notice is not feasible, the employee must be prepared to provide The Company with certification of the judicial proceeding from the proper authority within a reasonable time following the leave. The documentation may be from the court or government agency setting the hearing, the district attorney or prosecuting attorney's office, or the victim/witness office that is advocating on behalf of the victim. B. Substitution of Paid Leave Under this policy, leave is unpaid, but employees may use accrued PSL or vacation time for this purpose. C. Retaliation Prohibited